A few notes from the book Pharmacy Management, Leadership, Marketing and Finance about the
Hiring Process:
1) Evaluate current staffing needs
Rushing leads to poor matches for the job or the environment.
Unwise hiring leads to extra liability, as safety and care might be compromised and satisfaction reduced.
Hence be THOUGHTFUL when hiring!
Think about:
The type of work and workload
(General: Single dispenser in store hence being a master of everything vs Specific: Just doing dossette boxes)
Reorganisation of the workload
(Use different tools and technology to help you manage your workload in a different way, delegate certain jobs to customer or healthcare assistants while having a trainee dispenser e.g. date checking can be done by a HC and that gives time to a trainee dispenser to do her training)
Skills and abilities needed and if they have changed over the years
(e.g. Maths skills, IT skills, learning ability and type of learner, multitasking skills, first aid skills, HC knowledge, customer facing skills, driving license)
Level of position required to meet the needs
(Trainee or trained person required?)
Time required to fulfil duties
(part time vs full time)
2) Define Position Requirements
AKA JOB DESCRIPTION:
Well designed and detailed description always works best!
When:
Duties
Required skills
Education
Experience
Performance expectations
Training time
are clear it is easier to
recruit qualified people
assess their ability to perform the work
compare their work against others to determine a fair rate of pay
ensure necessary training
develop reasonable performance contracts
GENERIC descriptions DO NOT FIT all POSITIONS
HAVE REVELANT AND UP-TO-DATE INFORMATION TO THE CURRENT POSITION
DO NOT FORGET TO MAKE REASONABLE ACCOMMODATION (DISABILITY ACT)
A useful tool:
http://www.onetonline.org/link/summary/29-2052.00
http://www.onetonline.org/link/summary/31-9095.00
http://www.onetonline.org/link/summary/29-1051.00
http://www.onetonline.org/link/summary/11-9111.00
3) Decide who will be involved in the hiring process
It is advisable for the manager who is going to make the ultimate decision to consult the colleagues before making the final decision. For example when replacing a dispenser, the previous dispenser could be consulted, the store-based pharmacists could also be consulted before offering the position to one particular individual.
Also make sure you have seen any relevant certificates before hiring the person.
https://www.pharmacyregulation.org/education/support-staff
Otherwise if you have not made the right checks you will end up having to train that person when you do not necessarily have the time or people to train the new member of staff.
Diagonal selection is also another way of successful hiring where a colleague from a different sector of the business trains for a different role.
4) Develop a Sourcing Strategy
This is the set of approaches an organisation uses to seek applicants for vacancies.
In a bigger organisation there are several tools but not all of them are always used.
According to the book these include:
Networking
Advertising in professional journals
Seeking employee referrals
Attending career fairs
Engaging search firms working with colleges of pharmacy
Developing apprenticeship program with a local college or university
Social Media (Facebook, linden, twitter)
Training, Developing, Promoting internal applicants
Headhunting
But some ways, I would recommend from experience are:
A) Create more videos like the above, UK-based
B) Get people through the job centre
https://www.gov.uk/moving-from-benefits-to-work/work-experience-and-volunteering
The advantage of work experience is that you do not necessarily need to employ the person but you can arrange a few work placements with different people and find who has the most appropriate skills to meet your needs.
C) Could do pharmacy-based academies to train dispensers and HCA
https://www.gov.uk/moving-from-benefits-to-work/job-search-programmes
I think that might be a very good idea when you cannot find trained personnel and need to cover a position quickly. Employers could run an intensive training programme and get a few of the keenest learners to do a trial on the job training and employ the most suitable one to carry on training.
D) Presentations in schools and even university career fairs. The best dispensers/manager I have met have Bachelor or even Master degrees in English, Law, Biology, PR, Teaching etc and are very keen learners and bring excellent skills into practice and I know they can contribute towards my development as a pharmacist as much as I can contribute towards theirs.
5) Design a Screening and Evaluation Process
Do comparison tables based on CV, cover letter, interview (situational, behavioural, informational and case study based), colleague feedback about required competencies, criminal background checks (DBA), reference and qualification checks (if qualification and background checks not performed, organisations could be sued for negligent hiring) to help you decide who is the best.
6) Negotiate an Employment Offer
Candidates should be made aware of any benefits (both tangible and intangible) related to the job. Retention bonuses is a good tool to retain staff members who are considering of leaving.
7) Provide a Thorough and Welcoming Orientation Experience to Position the New Hire for Success
Orientation to Position, Department and Organisation are all important.
Need to ensure there is sufficient time to train the new member of staff in essential hard and soft skills. But sometimes you might need to fast track somebody's training if time is limited but ideally information overload is best to be avoided and the person to adjust to the new role.
8) Evaluate the Effectiveness of the Hiring Process after the Candidate is on the Job
It is important for managers and H&R staff to review the hiring process and listen to feedback of other colleagues and know what improvements to make next time they need to repeat the process.
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